Recruitment Process. 11.01 Where a permanent position within the bargaining unit becomes vacant, and if the Employer declares such a vacancy, it will be posted. The parties recognize that preference in hiring will be given to individuals of Aboriginal ancestry. The posting shall indicate the qualifications required by the Employer and will give notice that the position is a classification within the bargaining unit.
11.02 Such vacancies shall be posted for a period of ten (10) calendar days and employees bidding on job vacancies must make written application to the Human Resources Department not later than the tenth (10th) day of posting.
11.03 Vacancies caused by absence due to illness, accident, leaves of absence and operational emergencies which are not expected to exceed twelve (12) months, will be posted at the discretion of the Employer.
(a) New employees shall be subject to a probationary period of six (6) months, which may be extended at the discretion of the Employer for a further six (6) months. During the probation period the employee's performance in the job will be discussed at approximately three (3) month intervals. If corrective action is required, the Employer may prepare a plan to address the specific circumstances.
(b) The Employer may dismiss a probationary employee for any reason, consistent with good faith. No grievance regarding the discharge of an employee who has not attained seniority shall be submitted to arbitration.
(c) Accumulation of service for the purpose of calculating the completion of the probationary period shall be frozen as of the commencement of a leave for any reason which continues for a period of one (1) month or more.
11.05 The Employer shall consider applicants within the bargaining unit for whom a successful bid would result in a promotion or transfer (as defined herein) to a higher or equally rated classification. In cases of promotion or transfer, the following factors shall be considered:
(a) Skill, ability, performance, qualifications and experience;
Recruitment Process.
31.01 Where a vacancy within the bargaining unit is to be filled, it will be posted for a minimum period of seven (7) calendar days.
31.02 Temporary vacancies which are expected to be less than twelve (12) months in duration will be posted and filled at the discretion of the Employer.
31.03 Nothing shall preclude the Employer from simultaneously recruiting and hiring candidates from outside the Company.
31.04 Every employee who meets the minimum requirements of a posting will receive an interview. Those interviewed for the same job within the last three (3) months shall be considered to have been interviewed for the current vacancy/posting provided the employee has again applied for the position.
31.05 When the Company hires from the internal candidate pool the Employer will award the position to the best qualified candidate. Qualifications include but are not limited to creativity, technical skills, knowledge, education, experience, professional qualifications, communication, customer service and team member competencies as well as other required attributes.
Recruitment Process. The parties recognize that a fair, consistent, efficient and effective selection process must be implemented to ensure that capable and committed people are selected or recruited for all positions and that bargaining unit employees have the opportunity to reach their full potential through a fair and open process. In recognition of the above, the posting and selection process will take into account the following:
Recruitment Process. As mentioned before, the WP2 activities that potentially foresee human participation and informed consent procedures are those related to T2.1 “Analysis of User and Cybersecurity Requirements”. This task has the primary goal to specify the different types of users of the SPIDER platform, considering both cyber security experts as well as non-experts, using different real users' profiles with a variety of expertise and multiple professional orientations. Based on the stakeholder categories identified in T2.1 and presented in section 4.1, it has been concluded that either members of the SPIDER partners or members of the network of the SPIDER partners with legal relationships already established will be used as participants in the requirement elicitation process. Accordingly, there will be no open call for participation. The SPIDER partners involved in the requirements collection have an extended knowledge base within the colleagues with proper experience that will provide the required support for WP2. There are benefits with this approach: • the stakeholders involved can be selected being both relevant and appropriate to the project; • the participants will be more easily accessible by the SPIDER partners and the managerial issues (i.e., training, meetings and briefing) can be handled in a structured, organised and efficient way); and • the participants can be selected in order not to be biased or related to SPIDER in any way. Details about the planned activities for the requirements collection along with indications of how the involvement of the participants in the research activities of WP2 is organized can be found in the Deliverable D9.1 (“H - Requirement No. 1”). The presented analysis highlighted that no evidence of an ethics risk exists for the research participants given that they will be asked to fill in an anonymous online questionnaire, where no personal data will be collected. However, in fulfilment of relevant ethics requirements, the information sheet and the consent form templates are annexed to the Deliverable D9.1 (“H-Requirement No.1).
Recruitment Process. The recruitment process for the Criminal Investigator III will be conducted in accordance with the Merit System Rules and will not be done via an alternately staffed transfer opportunity.
Recruitment Process. 1. The application form is completed.
2. An interview to assess skill and suitability and to assess ongoing supervision needs is conducted by the Gallery.
3. Reference checks and in some cases, police checks, may be undertaken.
4. An assessment is carried out of the Gallery’s need for the skills the volunteer can offer. After successful selection, the volunteer is advised of a training schedule and initial work possibilities. An induction process is conducted including: - Discussion of Volunteer Policy. - Emergency evacuation procedures. - Basic Health and Safety. - Meeting the Gallery Staff, and other volunteers when appropriate. - Task training (although this may be “as required”).
Recruitment Process. 11.01 Where a permanent position within the bargaining unit becomes vacant, and if the Employer declares such a vacancy, it will be posted. The parties recognize that preference in hiring will be given to individuals of Aboriginal ancestry. The posting shall indicate the qualifications required by the Employer and will give notice that the position is a classification within the bargaining unit.
11.02 Such vacancies shall be posted for a period of ten (10) calendar days and employees bidding on job vacancies must make written application to the Human Resources Department not later than the tenth (10th) day of posting.
11.03 Vacancies caused by absence due to illness, accident, leaves of absence and operational emergencies which are not expected to exceed twelve (12) months, will be posted at the discretion of the Employer.
(a) New employees shall be subject to a probationary period of six (6) months, which may be extended at the discretion of the Employer for a further six
Recruitment Process. 12.1 This is a generic process – details at each step should be adapted to suit the particular circumstances of each vacancy.
12.2 The process itself embodies certain agreed principles e.g. advertising all vacancies except in agreed cases, including circumstances where redeployment is appropriate. Other agreed principles which should be kept in mind in applying the process are:
(a) The aim is to appoint the best person for the position;
(b) The process must be performed in a practical way, and efficient in use of time and resources;
(c) Application of the process must be demonstrably fair and equitable, free from bias or prejudice, and free from unlawful or unfair discrimination;
(d) Application of this process supports appointment of internal applicants to jobs where appropriate;
(e) No specific appeal mechanism is included. This does not eliminate any person’s right to appeal through whatever channels they prefer;
(f) Where a vacancy arises, it shall be advertised internally in the first instance. Where no suitable applicants internally the BAA will advertise externally. When appropriate a parallel internal/external process will be used; and
(g) Where all things are equal and in keeping with the terms of this Agreement, preference shall be given to applicants who have previously been made redundant by BAA.
12.3 Refer to the BAA Recruitment Policy IS201 for application of the process.
Recruitment Process. 2.1 Internal applications received are reviewed against the requirements for the position as detailed in the position description. This process is objectively done by a nominated person responsible for the vacant position and is completed using either a checklist or matrix set up for the vacant position.
2.2 Short-listed internal candidates are then required to undergo an assessment to determine their suitability for the position. The assessment may include but is not limited to Literacy and Numeracy, Learning Style Inventory and a DISC phrase-based profile questionnaire.
2.3 Internal Candidates who have been short-listed for the position are then interviewed using an Interview Worksheet. The interview panel is normally made up of a management representative, a representative from Human Resources and an employee representative from the relevant workgroup.
2.4 Internal candidates short-listed for the position may also be required to undergo a further medical assessment for the position and their referees contacted for reference checks.
2.5 Only once all selection information has been collected and reviewed can a decision be made to offer a position to the preferred candidate.
Recruitment Process. 2.1 Upon verbal confirmation of a vacancy and after receiving a signed copy of this agreement from the client, Your Recruitment will immediately undertake to search for, advertise screen and interview suitable candidates. Pre-selected candidates will be reference checked to validate their technical competencies, qualifications and previous performance and presented to the client for first stage interviews.
2.2 The client accepts full responsibility for the final selection of the successful candidate.
